In the last ten decades the emergence of the online job board made the job application process easier and faster for both candidates and recruiters. However, in the last few years these online job boards have become significantly less effective for all concerned and there is concerted effort to move towards more effective recruitment channels.
Just ten years ago there were only a handful of online job boards to choose from and whilst those remain the market leaders, they have been joined by new online job boards at an alarming rate. Of more concern is the increase in very questionable online job boards and their suspect tactics. These unscrupulous job boards use algorithms to trawl the internet for vacancies posted anywhere and they then repost them in channels like LinkedIn. When the candidate attempts to apply, they are directed to the unscrupulous job board where they have to register before applying. Quite what happens to all this data is unclear but for candidates it just reinforces their distrust of online job boards. You can sport these reposted job ads placed on LinkedIn because they rarely carry the recruiter’s logo.
It has been suggested that the effectiveness of recruiters using an online job board is about 5% compared to recruitment using networking at 50% so why would talent or hiring managers even consider using a job board? Indeed, the way that human resources use job boards with selective key words means that they only ever look at 5% of applications made for each job and the rest are ignored. Job boards are not that cheap for recruiters to use either.
The trend for hiring managers is to utilise resources like LinkedIn for their recruitment because it allows for more selective targeting and through connections, they can use networking to find the right people. This is particularly important in the digital tech space where open senior roles can be very difficult to fill and connecting with someone from a personal recommendation can increase success rates. There is also a move towards more intelligent hiring tools, these are not to be confused with the simplistic key word searches and algorithms used by online job boards. The latest generation of hiring tools are using AI (Artificial Intelligence) to improve the recruitment process for hiring managers and talents alike.
One such company who are game changing the face of recruitment by providing a robust process to ensure more efficient recruitment using any channel is Hire Digital, a start-up recruitment company with a global presence that has invested heavily in Artificial Intelligence (AI) to manage the digital tech recruitment process. Their talent management software platform gives digital talent recruiters a strict criterion for posting job adverts and descriptions and their AI works in such a way that it generates a much smaller more targeted candidate list by using up to 40,000 attributes. They key to this is efficiency, recruiters spend less time generating job advertisements and trawling through hundreds of CV’s to get their shortlist, Hire Digital tech can rapidly access up to 1bn talent globally.
Hire Digital is an AI technology with a human touch that is completely revolutionising the recruitment and selection process. It’s two times faster, 50 % cheaper and ten times more accurate than traditional hiring tech. To find out more speak to Robin Brohl at Hire Digital he is a real person and would love to engage with you and help you streamline your recruitment processes.